1000 Business Lessons Every Businessman Must Know

Chapter 46 Performance Appraisal: Its essence is to make the best use of talents (1)
Performance appraisal is an important management process in performance management. It is the enterprise's assessment of employees' work attitude, work ability and work performance through reasonable assessment methods. Performance appraisal is responsible for the management, supervision, guidance, education, Incentive and constraint functions.

[-]. Determine the content and standards of the assessment

375. Determine the content of performance appraisal

In order to make the performance appraisal more reliable and operable, the contents of the appraisal should be classified according to the management characteristics and actual situation of the enterprise on the basis of analyzing the work content of the position.For example, the assessment content is divided into three aspects: "key work" assessment, "normal work" assessment and "work attitude" assessment.

1. Key work
"Key work" means that the assessee can list 1 to 3 most critical tasks during the assessment period. For example, for developers, it can be the development tasks during the assessment period, and for sales personnel, it can be the sales performance during the assessment period. "Key work" assessment has the nature of objective management assessment.For employees who do not have critical tasks (such as cleaners), the assessment of "critical tasks" will not be carried out.

2. Normal work
The assessment terms of "ordinary work" are generally based on the content of job responsibilities. If the content of job responsibilities is too complicated, only important items can be selected for assessment.It has the nature of assessing the work process.

3. Work attitude
The assessment of "work attitude" can select personal attitudes that can have an impact on work, such as collaboration spirit, work enthusiasm, politeness, and so on.There are different emphasis on assessment for different positions.

376. Formulate performance appraisal standards
There are usually two steps in formulating assessment criteria: writing assessment questions and formulating assessment criteria:
1. Write examination questions
When writing assessment questions, pay attention to the following questions: First, the content of the questions should be objective and clear, and the sentences should be fluent, simple and clear, and there will be no differences; There should be no overlapping content, and at the same time there should be no omissions; the number of topics should not be too many.

2. Formulate assessment standards
Evaluation standards are the standards and scales for evaluating employee performance.To evaluate the performance of employees, each indicator needs to be measured according to certain standards, so performance evaluation standards are needed.Assessment standards have a certain impact on the direction and enthusiasm of employees in a certain period of time, and should be treated with caution.

The following principles should be followed when formulating the assessment criteria:

(1) Accurate quantification: When the standard can be expressed in quantity, quantity should be used as much as possible.

(2) The content should be advanced and reasonable: the assessment standard should reflect the scientific and technological level of the enterprise, so as not to make every indicator of the employees achieve full marks; but it should not be too harsh so that the scores of the employees are all low.

(3) Assessment standards should be targeted: that is, different assessment standards should be formulated according to the characteristics of different positions and the persons being assessed.

(4) Concise and popular writing: In the assessment criteria, commonly used popular language and vocabulary should be used as much as possible, and the expression should be concise.

[-]. The procedure of performance appraisal

The procedure of performance appraisal can generally be divided into four stages: formulation of appraisal content and standards, appraisal implementation, feedback of appraisal results, and implementation of appraisal results.

377. Stages of assessment content and standard formulation
This is the preparation stage for performance appraisal. The content and standards of performance appraisal are formulated according to the job content, responsibilities, and qualifications required by the job description and job specifications.There are six preparations for this phase:
1. Clarify the content of the assessment
Employee performance is multifaceted.There are both personal characteristics as the content, work behavior as the content, and work results as the content.According to different purposes and objects.Determining the content of the key assessment, and clarifying the content of the assessment is to determine which aspect is the focus of the assessment.

2. Determine the assessment criteria
After the content of the assessment is determined, the content of the assessment is refined, and the standards, weights and scores of each item are determined.Evaluation standards include performance standards, behavior standards, and job qualification standards, among which job qualification standards are also called job specifications or job specifications.

3. Select the assessment method
There are many assessment methods, and each method has its own characteristics. Effective assessment methods should be determined according to different assessment contents.

4. Formulate assessment procedures
The determination of the assessment procedure allows the examiner and the examinee to understand the operation process of the assessment, and to cooperate in accordance with the specific requirements and steps of the assessment, so that the performance assessment work can be carried out in an orderly manner.

5. Design assessment scale
After the human resource management department completes the selection of evaluation content, formulation of evaluation standards, selection of evaluation methods and other related work, it can collect these results together to form an evaluation scale.The assessment scale should include the content of the assessment and subdivided items, the evaluation criteria of each item and its brief description, the weight and score of each item, and leave enough space for filling in the actual score and comments of the employee assessment.

6. Training and assessment personnel
The assessment personnel are generally composed of department heads, employee representatives, and personnel from the human resources management department.Because different people have different views on the same question, when dealing with the same assessment item, different people will also have differences in the standard measurement, so the assessment personnel should be trained.Through training, enable them to master the assessment principles, be familiar with the assessment standards, master the assessment methods, overcome common deviations, and make the performance assessment have a more fair result.

378. Implementation stage of assessment

There are generally four steps in the implementation stage of assessment, namely key event recording, employee self-assessment, assessment team assessment, and assessment committee review.

1. Key event records
The key event record is to record the important performance of employees' daily work (outstanding achievements or problems) in a timely manner according to the items and standards of the assessment, as part of the final assessment basis.This is the process of gathering information about what the employee is usually like.This process starts at the end of the previous review, in order to avoid the review becoming a memory of the situation, or drawing conclusions from the employee's impression and producing unfair results.What needs to be explained is that the events recorded include both good and bad events; the events recorded must be more prominent and directly related to work performance, rather than general and trivial details of life; What should be recorded should be specific events and behaviors, not a judgment on a certain quality.

2. Employee self-evaluation
Employee self-assessment is to let employees evaluate themselves according to the items and standards of performance appraisal.Employee self-assessment is to let employees participate in the work of performance appraisal, so that they can better understand the meaning and actual requirements of performance items and standards.Employee self-assessment can prompt employees to reflect on and summarize their work, so that employees can correct their work attitudes, improve their work capabilities, and better understand the gap between their performance and expectations, so that they can adjust their behavior and goals in the future.Generally speaking, however, employees' self-evaluation always tends to exaggerate their advantages and tolerate their shortcomings and deficiencies, so the results of employee self-evaluation are mostly only used as a reference for employee performance appraisal results.In fact, to make the assessment work more effective, it is best to include the results of the employee's self-assessment into the final assessment results in a certain proportion.

3. Assessment team assessment
The assessment team is generally composed of department heads and employee representatives selected by the department, and is responsible for evaluating the performance of employees in the department.The performance appraisal conducted by the appraisal team is more comprehensive and fair than that conducted by the supervisor himself, and employees are generally more likely to accept the work performance evaluation made by the appraisal team.This is because: first, the assessment team is composed of employees' direct superiors and representatives elected by them, and has certain authority; A more detailed understanding is quite fair; third, through training, members of the assessment team have a unified understanding of the items and standards of the assessment, and have a good consistency in the evaluation of employees.

4. Examination committee review

The assessment committee is generally composed of personnel from the human resources management department, senior management personnel of the enterprise and employee representatives, and it is responsible for reviewing and checking the assessment results.After the employee self-assessment and evaluation team evaluation is completed, the evaluation results must be submitted to the evaluation committee for review.Under normal circumstances, the assessment committee does not change the assessment results of the assessment team (employees' self-assessment results are only for reference), but only reviews the main problems in the assessment and accepts employees' complaints about the assessment process and results.Finally, the committee sorts out the assessment results and submits them to the human resources management department. The human resources management department then analyzes the assessment results from the perspective of the enterprise as a whole, and finally reports the analysis results to the top management of the enterprise.

379. Feedback stage of assessment results

Feedback during the appraisal process is very important for doing a good job in performance appraisal and overall performance management.The ultimate purpose of performance appraisal is to find out the deficiencies of employees in their work and ensure that their work does not deviate from the established performance goals. Therefore, it is necessary to timely feedback the appraisal results to the employees themselves and listen to their opinions.There are two parts to the feedback of performance appraisal results. One is to feed back the appraisal results to each employee, and the other is to conduct interviews with some employees who have outstanding problems.

Feedback of evaluation results to employees can make employees clear about the evaluation they have received. Most employees hope to get feedback on their evaluation of their job performance, and hope to be able to explain why it is good or not.The feedback of the assessment results can not only let employees understand their own problems so that they can be corrected in the future, but also let employees know that their achievements have been recognized, so they can be motivated.

It is the department head's responsibility to conduct interviews with employees, and the interviews must be targeted.Generally, this kind of interview is conducted by the head of the department who has done the performance appraisal and found that the subordinates who have been evaluated have some performance defects.Due to the limited time and energy, it is impossible for department heads to cover all the problems of employees. Therefore, they should choose more prominent problems to communicate with employees. Work with them to identify the source of the problem and provide help to resolve it.

380. Application stage of assessment results

The use of appraisal results is the real purpose of performance appraisal.Performance appraisal has the following applications in human resource management:
1. Salary management
(End of this chapter)